Workforce Planning

What are two of the primary outcomes from a job analysis?

1. Job description 2. Job specification

True or False: Building a performance management culture can happen quickly if done correctly.

False

True or false: HR's responsibility when handling employee promotions ends when someone is hired for the new position.

False

This is the minimum acceptable qualifications for an employee to perform a job adequately.

Job specification

Company ABC's employees consistently must lift 15 pounds throughout the day. To make sure that the employees could handle this amount, this company instituted a test where employment candidates would have to lift 50 pounds consistently over a period of time. Would this test pass an EEOC inspection? Yes or No?

No

What are the two factors that are most often the source of conflict? Promotions and Demotions Hiring and Firing Transfers and Management differences Personality and Preference differences

Personality and Preference differences

This type of hiring interview includes more than one interviewer. This gives the applicant a more accurate idea of corporate culture because they are able to interact with multiple people across the organization.

Team interview

True or false: Job analyses focus on what the jobholder does and the KSAs needed to do the work.

True

True or false: Job evaluations focus on how much money the jobholder should be paid for performing the job.

True

True or false: Preventive Training for managers is now more of a rule than an exception.

True

True or false: a mistake often made by employers when recruiting is that their notices indicate hiring preferences which is illegal.

True

This employee switches from integrating the work and non-work aspects of their lives depending on priorities and circumstances in the office and in their person life.

Volleyers

Bullying, intimidation, insults, poor work ethic, lack of cooperation, anger, policies perceived to be unfair, unclear job roles and poor communications are all examples of what?

Workplace conflict

Even though the attempts to improve performance management have not worked, most performance management strategies have focused on: a. Developing improved rating tools b. Finding ways to improve the negative attitudes toward Performance Management systems c. Finding ways to help managers keep the process and the communication ongoing d. All of the above

A. Developing improved rating tools

What is nepotism? a. Hiring relatives b. Hiring women c. Hiring only men d. Hiring minorities

A. Hiring relatives

What is the most important asset an organization possesses? a. Human capital b. Business capital c. Economic resources d. Community organizations

A. Human capital

Which of the following is NOT something management should do to help employees resolve conflict on their own? a. Resolve all the conflicts on their own b. Consider conflict a positive thing c. Set guidelines to resolving conflicts d. View conflict as a learning and development opportunity

A. Resolve all the conflicts on their own

What major recruitment method used to be considered somewhat unprofessional but is now used by the majority of companies in the US? a. Social Networks b. A sign in front of the building c. Advertising on the company vehicle d. Radio advertising

A. Social networks

What is one problem with internal promotions? a. The employee may leave a staffing position b. It may cause more radical ideas to arise c. It may lead employees to have unrealistic expectations d. Employees may be discouraged by internal promotion policies

A. The employee may leave a staffing position

What happens in a structured interview? a. The interviewer follows a pre-set list of questions b. The interviewer asks questions like, "What would you do in this situation?" c. The interviewer asks follow-up questions depending on the applicant's response d. The interviewer follows the lead of the applicant

A. The interviewer follows a pre-set list of questions

Human Resource Information Systems can help who? a. The organization as well as the individual employees b. The Human Resource Department c. The organization d. The employees

A. The organization as well as the individual employees

Adverse impact analyses evaluate which aspect of the selection system? a. The potential or actual effects of the selection system on protected classes b. The predictive accuracy for job success c. The cost of the system d. None of the above

A. The potential or actual effects of the selection system on the protected classes.

What is the very first step an organization should take when developing a selection process? a. Update the job description b. Implement a schedule c. Decide who will conduct interviews d. Evaluate the selection system

A. Update the job description

Which employees should be told about a job opening in a company? a. Only the minority workers or other disadvantaged groups b. All employees, including those who may not qualify for the job c. Only those who would qualify for the job opening d. Only those in lower positions for whom the job would be a promotion

B. All employees, including those who may not qualify for the job

Which of the following is NOT a recruiting metric? a. Quality hire measurements b. Benefit cost c. Yield ratio d. Cost per hire

B. Benefit cost

What can HR do to develop a diversity scorecard? a. Get top managers and HR together to develop goals b. Get together the financial and non-financial information related to diversity initiatives c. Increase diversity d. Define what diversity is to the organization

B. Get together the financial and non-financial information related to diversity initiatives

What is an advantage to using a team interview? a. Team interviews may cause the candidate to feel more stress b. Team interviews allow more than one person to make the selection decision c. Team interviews are easy to coordinate d. Team interviews help an organization by keeping employees away from their jobs

B. Team interviews allow more than one person to make the selection decision

What is workforce planning? a. the HR function that implements training and development b. the HR function that links workforce strategies with the goals of the organization c. the HR function that works with employee relations d. the HR function that organizes the salaries and benefits of the organization.

B. The HR function that links workforce strategies with the goals of the organization.

What is the Turnover Costs Metric? a. The costs of breakfast turnovers for the Morning Staff Meeting b. The costs resulting from employees leaving c. The costs of hiring an employee d. None of the above

B. The costs resulting from employees leaving

Which of the following is a reason that letters of recommendation may not be very valuable? a. Employers are protected by federal reference-checking statues b. The letters generally represent a very biased form of information c. Employers usually provide misleading information d. They usually contain negative information

B. The letters generally represent a very biased form of information

Which of the following is NOT a disadvantage when promoting from within? a. The organization will have to fill the vacated position of the promoted employee b. The organization won't know how well an applicant is able to perform c. The organization may cause political divisiveness with internal promotions d. The organization loses out on a chance for new ideas and creativity

B. The organization won't know how well an applicant is able to perform

To aggregate data across multiple locations of an organization, what must be looked at first to see if the data can be reasonably aggregated? a. Each location only needs to be under the same company b. The selection process must be consistent across the locations c. The company can decide which ones to look at and which ones not to. d. It is best to aggregate data across many locations so the sample size is larger

B. The selection process must be consistent across the locations

What should a manager be looking for when they look at the criterion and policies used in the organization to see if they are EEO-neutral? a. The criterion really screens for a relevant job attribute b. The criterion does not inadvertently constitute adverse impact discrimination c. All of the above d. None of the above

C. All of the above

When a case is put forth trying to show disparate impact, what is being looked at? a. If the employment practice has a disparate impact on the basis of race, color, religion, sex or origin. b. If the employment practice does show disparate impact, is it job related and consistent with business necessity c. All of the above d. None of the above

C. All of the above

Which of the following is NOT an advantage of internal recruiting? a. Internal recruiting helps organizational morale. b. Applicants often require less training and need no orientation. c. Internal recruiting helps bring in new ideas and perspectives. d. Applicants are already familiar with the company culture.

C. Internal recruiting helps bring in new ideas and perspectives.

Which of the following is the Diversity hire ratio? a. How many new hires leave the company within a year b. Number of applicants that go from one step in the selection process to the next c. Number of employees from a specific demographic group compared to all others d. Number of external hires to the total number of hires

C. Number of employees from a specific demographic group compared to all others

For selection tests, what is reliability? a. The measure of how many cat memes a potential employee is able to generate per hour b. The extent to which a test measures what it claims to measure c. The extent to which a selection test provides consistent results d. How consistently the test is administered

C. The extent to which a selection test provides consistent results

How is a screening interview usually conducted? a. By email b. In person c. Through letters d. By phone

D. By phone

Which of the following is generally the most cost effective way to resolve a dispute? a. Litigation b. Arbitration c. Mediation d. Negotiation

D. Negotiation

What kinds of decisions should a company make when deciding who to hire? a. Objective decisions b, Opinionated decisions c. Individual decisions d. Subjective decisions

D. Objective decisions

With this method of long-term forecasting, HR uses information from the past 3-5 years to indicate where the labor force is headed. a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

E. Trend analysis

True or False: Employers are now required to monitor their employees to protect them.

False

True or False: HR's job is to do all the hiring.

False

True or False: Hiring new employees is always the best method to obtain additional labor when workforce planning indicates a need.

False

True or False: The best time to give managers a list of their responsibilities regarding performance management is before formal training.

False

True or False: To make sure that the organization counts all the applications, if the applicant does not distinguish which gender, race, etc. they belong to, the organization can guess their gender, race, etc. based on their name or other information the applicant provided on the application.

False

True or false: it is always necessary to post a job, even when the company already knows who it wants to hire.

False

True or false: ongoing career discussions are only important to the employee, and not to the manager.

False

What is the organization's most important asset?

Human capital

Company XYZ is a shipping company and has each applicant perform a physical test showing that they are able to lift above 75 pounds on a consistent basis. This obviously is going to disproportionately impact women as well as people with disabilities, but it is a business necessity. Is this considered disparate impact? Yes or No

No

True or False: Diversity today means looking at visible dimensions such as race, age, ethnicity, or gender, but it also means looking at ranges in personality and work style, as well as influences such as religion.

True

True or False: Effective leadership is synonymous with effective performance management.

True

True or False: Employees can challenge an employer's monitoring policy through the ECPA as well as through common laws.

True

True or False: High performers tend to seek regular feedback.

True

True or False: Impact ratios can be calculated at any point in the selection process.

True

True or False: It is HR's job to see where an innocent policy or practice may be in non-compliance with the EEO and communicate that effectively to the other managers.

True

True or False: It is best to map out a new hire's support network using a group of employees who vary in rank but who can work regularly with the new employee.

True

True or False: It is important for organizations to help managers and employees sustain good behavior.

True

True or False: It is important to evaluate internal and external applicants the same to minimize the chances of discrimination.

True

True or False: It is important to evaluate new performance management practices to see to what extent they are affecting the perceptions of performance management.

True

True or False: Successful organizational change depends on management commitment.

True

True or False: The 4/5ths rule does not work well with all sample sizes.

True

True or False: The internal recruitment process impacts the credibility of the HR department.

True

True or false: to prove they were unfairly discriminated against, rejected applicants need to show that they were more qualified than the applicant who was selected.

True

What three questions does HR demand analysis answer?

1. What employees will be needed in the future 2. What kinds of skills and talents employees will need? 3. When will the new employee be needed?

Although private sector employers have more leeway in conducting searches on their employees, what can they do to better protect themselves if they are taken to court? a. Answer the question as to whether the employee has a reasonable expectation of privacy on the item searched b. Answer the question as to whether the item searched is on company property c. Answer the question as to whether the employee is in upper management d. Answer the question as to what kind of relationship the employee has to the organization

A. Answer the question as to whether the employee has a reasonable expectation of privacy on the item searched

This measures how efficient the conflict resolution process is. This can be calculated by counting the number of days it takes to resolve a dispute after the grievance is filed. a. Average close time b. Average grievance days c. Average resolution timing d. Resolution turn around

A. Average close time

When monitoring employees, which of the following is NOT something that employers should do? a. Be indirect on when the monitoring will occur b. Be transparent what monitoring will occur c. Let employees know it also helps protect them d. Stress the business case for monitoring

A. Be indirect on when the monitoring will occur

What is intergroup conflict? a. conflict between two different groups b. conflict between two or more persons required to interact c. conflict within a group d. conflict with one person

A. Conflict between two different groups

Which of the recruitment metrics measures the financial effectiveness of recruitment efforts? a. Cost per hire b. Recruitment yield ratio c. Quality hire measurements d. Turnover costs

A. Cost per hire

What is one disadvantage to using the non-directive interview approach? a. This approach can result in casual or illegal conversations b. This approach allows the candidate to express his thoughts and feelings c. This approach requires a minimal number of pre-determined questions d. This approach involves open-ended questions

A. This approach can result in casual or illegal conversations

What is an action that should be focused on in the workplace when trying to shift the Performance Management mindset? Setting clear expectations Developing individual employees Helping employees understand their role in the company All of the above

All of the above

If 5 grievances were filed within one year and the company spent $4,000 on resolving them, what is the company's cost per grievance? a. $20,000 b. $ 8,000 c. $ 10,000 d. $4,000

B. $800 ( 4,000/5 = $800)(total annual expense / number of grievances filed).

How many competencies should managers rate employees on? a. 6-10 competencies b. 4-5 competencies c. 1-2 competencies d. Usually more than 10 so the organization can be as detailed as possible

B. 4-5 competencies

All of the following are environmental factors that are affecting the available labor market, EXCEPT... a. More dual career couples b. Younger labor force c. Technological advances d. Government regulations

B. Younger labor force

All of the following are environmental factors that are affecting the available labor market, EXCEPT... a. Technological advances b. Younger Labor force c. More dual career couples d. Government regulations

B. Younger work force

All of the following are benefits that a company enjoys when there is a culture of strong employee relations EXCEPT a. Better teamwork b. Higher motivation c. Higher stress d. Higher loyalty

C. Higher stress

This is the process of determining the specific competencies association with being a successful high performer in a particular occupation or industry.

Competency modeling

If there were three grievances filed in one month (30 days), what is the company's grieving filing rate for that month? a. 15% b. 3% c. 30% d. 10%

D. 10% (3/30) (number of grievance / total days in time period

What should a job application form typically include? a. A section on past salary levels b. A section on when the client graduated from high school c. A mandatory section on race to determine if the organization is following its affirmative action plan d. A mandatory section on skills and abilities

D. A mandatory section on skills and abilities

This method consists of having experts provide their best estimates for the future through a series of questionnaires or interviews. An intermediary will summarize the results and submits a report back to the experts. Opinions that vary from the majority are discussed. a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

D. Delphi technique

Which of the following is NOT a method used to gather job analysis information? a. Interviews b. Employee Recordings c. Observations d. Employee Problems

D. Employee problems

All of the following are advantages that come from an effective OES process EXCEPT... a. Quicker contributions b. Enhanced job satisfaction c. Enhanced employee loyalty d. Relationships that form more slowly

D. Relationships that form more slowly

True or False: All conflict should be prevented.

False

True or False: An applicant's opinion of a position and an organization do not change throughout the application process.

False

True or False: An organization should guess the gender of the applicant if not stated so their application can be counted when calculating the selection ratios.

False

True or False: Because adverse impact is unintentional, organizations are not legally responsible.

False

True or False: Conflict is never beneficial to an organization.

False

True or False: Employees need to be expected to handle every problem on their own if they are to be competent in their job.

False

True or False: Employees should only be informed verbally of the expectations the organization has for them.

False

True or False: The only benefit of being legally compliant, from an organization's perspective, is to avoid legal pitfalls.

False

True or False: The pattern of focusing on setting goals, then focusing on the mid-term review, and then focusing on the final appraisal without worrying about things in between these reviews is in line with producing an effective performance management system.

False

What is the form used to verify the identity of the future employee and her eligibility to work in the US? a. Form G-28I b. Form AR-11 c. Form I-9 d. Form M-274

Form I-9

What is the foundation for building a culture that is less conducive to corrosive conflict? a. Good incentives for higher performance b. Good benefits c. Good employee relations d. Good pay

Good employee relations

Which of the following is a result of having an intensely angry employee? Greater group cohesion Greater work conflict resolution Greater management Greater rates of turnover

Greater rates of turnover

What are the four steps for building a high-performance culture?

Motivate change Lay high-performance foundation Sustain high-performance behavior Monitor and improve

What are five examples of metrics and reporting for conflict resolution?

Number of grievances filed in a time period Cost per grievances filed Causes of grievances Average close time ROI

Is the following system of training part of the "old" or "new" performance management thinking? To train managers on formal system requirements. New Old None

Old

What are three key areas for managing the work/life relationship?

Strategic Cultural Employee-employer work/life relationship

True or False: An organization may face negative consequences if they announce a promotion before informing those who were not selected for the new position.

True

True or False: An organization needs to provide a realistic job preview before making a job offer because replacing employees is costly and time-consuming.

True

True or False: Anything that is used in the selection process should be checked for adverse impact.

True

True or False: At the time of the job offer, it is best for the employer to be straightforward with the potential new employee about the facts about the job, the bad as well as the good.

True

True or False: Employers can monitor the off-duty conduct of employees.

True

True or False: Job interviews are more subjective than selection tests.

True

True or False: Managers and HR professionals help shape and influence the culture of an organization by those they recruit and promote.

True

True or False: Metrics are important to HR as they show the organization why HR is needed.

True

True or False: Metrics can show factors that are measurable and show how HR helps the organization.

True

True or False: Monitoring practices can help an organization develop strong employee relations.

True

True or False: More modern tools of incorporating social networking concepts into the feedback process are especially helpful to get younger employees to be aware of performance management.

True

True or False: One of the most effective ways to reach minority groups with purchasing power is to use the knowledge of minority employees that can relate to them.

True

True or False: One way to show that an organization values employees' career progression is by announcing the promotion first to the department affected, and then to the entire organization.

True

True or False: Organizations should evaluate their recruitment processes.

True

True or False: Performance management for administrative purposes has become synonymous with burdensome requirements.

True

True or False: Processes that require a current manager to approve applications for promotions can de-motivate employees.

True

Company JKL has a temporary employee who has been working successfully in her position for months, learning the job well. The company has a new opening for a full-time employee and HR decides not to post the job, filling it instead with the temporary employee. Is this decision justified? Yes or No?

Yes

This is the most accurate method of short-term forecasting and is based on actual work content based upon job analysis of the work that needs to be accomplished. a. workforce percent-to-completion b. hiring ratio analysis c. work-load/ratio analysis d. ratio forecasting

c. Work-load/ratio analysis

What are the three steps to developing a competency model?

1. List of KSAs 2. Systematically survey the opinions of content experts 3. Conduct validation study to demonstrate a statistical relationship between the presence of these competencies and measure of individual and organizational behavior.

What are the three steps of the recruitment process?

1. establish recruitment objectives 2. develop recruitment strategy 3. carry out recruitment activities

What are the three categories contained in a job specification?

1. general qualification requirements 2. educational and professional requirements, certifications degrees. 3. KSAs

What are the four stages of workforce planning?

1. supply analysis 2. demand analysis 3. gap analysis 4. solution techniques

What are the five major uses of an HRIS system?

1. training-needs assessment 2. EEO reports 3. compensation reports 4. personnel research 5. human resource planning

The Uniform Guidelines typically apply to employers having how many or more employees? 10 5 20 15

15

How are selection procedures defined by the Uniform Guidelines? a. Any measures or procedures used for a basis of an employment decision b. Only the procedures that have to do with the application process c. Only the procedures that have to do with whom an organization hires None of the above

A. Any measures or procedures used for a basis of an employment decision

Why are employee referrals so effective? a. Current employees value their reputation and so will refer only those they think will make good employees b. Current employees will only talk about positive things about a job so that it seems better than it may actually be c. Current employees will create cliques within an organization d. Nepotism will occur within an organization, which creates a feeling of equality

A. Current employees value their reputation and so will refer only those they think will make good employees.

Many performance management systems have focused on: a. Developing improved rating tools b. Finding ways to improve the negative attitudes toward Performance Management systems c. Finding ways to help managers keep the process and the communication ongoing d. Finding ways to assist communication between manager and front line worker

A. Developing improved rating tools

Which of the following is NOT something that HR and managers should do to help supervisors encourage the progression of their employees? a. Discuss an employee's application with other employees b. Have an organizational culture that values employees' careers c. Have an organizational culture that values the overall state of the organization d. Help the supervisor know of the promotion before it becomes public

A. Discuss an employee's application with other employees

This method of long-term forecasting is considered to be the least sophisticated approach to employment planning. a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

A. Expert opinion

To implement Behavior Change as a training tool instead of the traditional training, the organization will have to focus on what? a. Focus on the knowing/doing gap b. Focus on knowledge acquisition not skill building c. Focus on navigating the formal process d. Training only the manager

A. Focus on the knowing / doing gap

Which of the following is not a purpose of implementing a successful OES? a. Getting to know the local chatter b. Getting to know the corporate culture c. Getting to know colleagues d. Learning the job

A. Getting to know the local chatter

What is a drawback to trying to resolve the conflict first by the employees only, then the supervisor, and then HR if the problem cannot be resolved? a. HR tries to resolve the conflict when it has already escalated b. Management gets frustrated with the employees c. HR always resolves the conflict at the beginning d. Employees learn they cannot fix problems on their own

A. HR tries to resolve the conflict when it has already escalated

When creating policies and procedures for promotion, an organization should do all of the following EXCEPT... a. Have many very specific rules b. Instill a sense of fairness in applicants c. Help applicants have clear expectations of the recruitment process d. Give credibility to the company's selection system

A. Have very specific rules

What is a way to help overcome line managers not supporting workforce planning activities? a. include them in the design b. change line managers that don't support the activities c. hire younger line managers d. give them bonuses

A. Include them in the design

Conflict between two or more people who must interact to fulfill their job responsibilities. a. interpersonal conflict b. intragroup conflict c. intergroup conflict d. divisional conflict

A. Interpersonal conflict

Which of the following statements is FALSE? a. It does not take specific recruitment strategies to develop a diverse workforce b. Fostering a diverse workforce helps a company abstain from legal battles c. Diverse workforces help an organization to be more responsive to customer needs d. Diverse workforces are typically more creative and innovative

A. It does not take specific recruitment strategies to develop a diverse workforce.

Which of the following is NOT an advantage to creating and following policies and procedures during the recruitment process? a. It eliminates the chance of an applicant suing the company for discrimination b. It gives credibility to the selection system c. It makes the recruitment process more fair d. It helps applicants have clear expectations of how the recruitment process will unfold

A. It eliminates the chance of an applicant suing the company for discrimination

What is a job analysis? a. It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it. b. It is the process of determining the specific competencies associated with being a high performer in a particular occupation. c. It identifies the essential functions of the job. d. It focuses on how much money the jobholder should be paid for performing a job.

A. It focuses on what the jobholder does and the KSAs needed to do it.

Which of the following is NOT an advantage of being objective during the selection process? a. It increases the chance of discrimination claims b. It gives a greater chance of selecting the best applicant c. It helps select the best individual for the job Who needs to be informed first when an applicant has been selected for an open position? a. The applicant who got the job b. The applicant's supervisor c. The applicants who did not get the job d. The whole organization

A. It increases the chance of discrimination claims

Which of the following is a reason that a company should not limit their application process to Internet and email only? a. It may have adverse impact on minorities b. It is convenient c. It is easy d. The company may receive an overwhelming number of applicants

A. It may have adverse impact on minorities

All of the following are reasons that cascading goals fail in real life EXCEPT a. It shows employees the big picture b. It is time consuming c. Its success depends on higher levels completing their goals d. Organizational goals are complex

A. It shows employees the big picture

In what way does internal recruiting demonstrate that a company cares about its employees? a. It shows that a company believes that its current employees are already capable of handling new responsibilities and expanding the scope of their contribution b. It doesn't show at all that a company cares about its employees c. It shows that a company knows which side its bread is buttered on d. It shows that management only cares about bringing in their business school friends from the outside when there are new positions to fill

A. It shows that a company believes that its current employees are already capable of handling new responsibilities and expanding the scope of their contribution

Employee monitoring occurs most often in which field of employment according to studies? a. Large Companies b. Retail sales c. Manufacturing d. Small Companies

A. Large companies

What is a major reason that has motivated employers to seek ever more efficient ways of screening large numbers of applicants in an objective way? a. Large-scale adoption of online job applications b. So many more paper applications being turned in c. Unqualified people are applying for any job d. Overqualified people are applying for jobs

A. Large-scale adoption of online job applications

All of the following are negatives that may arise from promoting from within EXCEPT... a. Less familiarity among managers with their internal candidates b. Political divisiveness c. Potential for less-creative ideas d. An open spot from the promoted employee

A. Less familiarity among managers with their internal candidates

This business planning strategy identifies what an organization is about, what it expects to do, and why it exists. a. long-range planning b. middle-range planning c. short-term planning d. immediate-response planning

A. Long-range planning

Which of the following is NOT a way that managers and HR should find out whether employees are interested in a particular promotion? a. Make employees feel as though they are being hand-picked for a promotion b. Regularly give feedback and discuss career goals c. Ask employees about their career goals d. Have a broader discussion about employees' careers

A. Make employees feel as though they are being hand-picked for a promotion

When making selections about whom to hire, how should HR and managers make decisions? a. Objectively b. Subjectively c. By going with whoever they like best d. By going with whoever was most punctual to the interview

A. Objectively

Research shows that individuals desire to work for what types of organizations? a. Ones that uphold the highest legal and ethical standards b. Ones that uphold legal standards, but not necessarily ethical standards c. Ones that uphold the highest legal standards d. Ones that uphold the highest ethical standards

A. Ones that uphold the highest legal and ethical standards

How can an organization show they did their part to help the employee? a. Provide timely feedback b. Provide untimely feedback c. Provide non-useful feedback d. Provide inopportune feedback

A. Provide timely feedback

Which of the following is NOT included in the effective model for recruiting described in this section? a. Reaching any individual b. Evaluating the recruitment process c. Determining who should be involved in recruitment d. Planning interviews for potential employees

A. Reaching any individual

What should an employer do if a selection procedure screens out a protected group? a. See if there is an alternative procedure that works and has less adverse impact b. Leave the selection procedure without testing other ways first c. Just throw it out even if it really does accurately test for the job related function d. None of the above

A. See if there is an alternative procedure that works and has less adverse impact

This type of interview has a pre-determined list of questions for all candidates. Do not make room for follow-up questions. a. structured or patterned interview b. situational interview c. non-directive interview d. team interview e. individual interview

A. Structured or patterned interview

Which of the following is NOT an advantage to using a team interview instead of an individual interview? a. Team interviews always help the candidate feel more relaxed b. Team interviews gives the applicant a better glimpse at the corporate culture c. Team interviews encourages the new hire's acceptance d. More accurate decisions may be reached

A. Team interviews always help the candidate feel more relaxed

All of the following are things that employers should avoid in their advertisements and notices of open positions EXCEPT... a. Terms such as "server, agent or salesperson" b. Language that implies a contract, such as "employment guaranteed" c. Terms such as "recent college graduate" d. An indication of preference for applicants of a particular national origin or citizenship

A. Terms such as :server, agent or salesperson"

When developing interview questions ahead of time, what should you look at to see if they are good questions? a. That they are relevant to the situation b. That they lead the interviewee c. That they are close-ended so specific answers are given d. Questions should not be developed ahead of time, but during the interview

A. That they are relevant to the situation

This contains 617 "work elements" that are used to measure five major job dimensions: information received, mental activities, work behavior, work goals, and work content. a. The Occupational Analysis Inventory. (OAI) b. The Multipurpose Occupational Systems Analysis Inventory - Closed-Ended. (MOSAIC) c. The Fleishman Job Analysis Survey (FJAS) d. The Common Metric Questionnaire (CMQ)

A. The Occupational Analysis Inventory (OAI)

What is empathy? a. The ability to put yourself in another's situation b. Taking a stand for what is right c. Feeling a sense of compassion d. Feeling bad for the other person

A. The ability to put yourself in another's situation

What is one potential problem in using employee referrals to fill all new job openings? a. The candidates may not add diversity to the workforce b. The candidates from employee referrals usually do not have strong position insight c. The candidates will not know the job they are supposed to complete d. The candidates will not be qualified

A. The candidates may not add diversity to the workforce

What is a way an organization can help lessen and manage workplace conflict? a. the organization should understand all the circumstances surrounding the conflict b. the organization should look at the conflict from only its point of view c. the organization should have a procedure for resolving all conflict the same way d. the organization should ignore the conflict

A. The organization should understand all the circumstances surrounding the conflict

What is one reason why selection tests are valuable to organizations? a. Their usefulness can be evaluated b. They are time-consuming and costly c. They help managers be more subjective in their hiring decisions d. They help an organization verify information that has already been verified

A. Their usefulness can be evaluated

Why do past employers not want to give references as often as they used to? a. They fear defamation lawsuits b. They worry about being negligent to their current employees c. They fear the applicant for whom they are giving the reference will retaliate against them d. They fear looking as if they were a bad employer to another company

A. They fear defamation lawsuits

What are the advantages of having an Internal Security professional work the investigations in an organization? a. They have training in investigation methods that help them find resources others may overlook b. They are familiar with the employees and so are less intimidating and more interpersonal with them. c. They are trained in employment law d. They are viewed more as a neutral party, not law enforcers

A. They have training in investigation methods that help them find resources others may overlook

All of the following are reasons that organizations use metrics in internal recruiting EXCEPT... a. To assist in being more backward-thinking b. To evaluate the effectiveness of their internal recruiting efforts c. To help find the highest-quality candidates d. To understand what recruitment model is best for their c

A. To assist in being more backward-thinking

What is a screening interview used for? a. To determine if the applicant would be a good fit for the open position b. To get in contact with applicants that did not send in resumes c. To determine if the applicant is a minority d. To determine what kind of salary and benefits the applicant wants

A. To determine if the applicant would be a good fit for the open position

Why is it important to evaluate an organization's image with regard to the recruiting process? a. To help see if it entices people to accept employment b. To help lower the turnover rate c. To help the organization be consistent with affirmative action goals d. To help decrease the fill time for open positions

A. To help see if it entices people to accept employment

All of the following are ways HR typically uses metrics EXCEPT: a. To show how to construct the building b. To show how to change staffing levels c. To uncover strengths and weaknesses of the organization d. To compare their organization to other organization

A. To show how to construct the building

Analyzing employee performance in order to determine which employees need further training is known as what? a. training-needs assessment b. EEO reports c. compensation reports d. personnel research e. human resource planning

A. Training-needs assessment

What does position insight mean? a. Understanding what a specific job requires b. Understanding one's own talents and interests c. Understanding who the supervisors and managers are at an organization d. Understanding what an organization is like

A. Understanding what a specific job requires

When employees are unable to work out their own issues, what is the first step an organization should take? a. Using an open door policy b. Using a management review c. All of these should be done at the same time d. Using a peer review

A. Using an open door policy

What is adverse impact? a. When policies appear legally compliant and have a negative effect on a protected group b. When policies are legally compliant and have no negative effect on a protected group c. When policies are illegal and negatively affect a protected group d. When policies are illegal, but do not negatively affect a protected group

A. When policies appear legally compliant and have a negative effect on a protected group

Where is the first place an organization should look when it has a job opening? a. Within its own organization b. The local Job Service Center c. Employee referrals d. Other local competing companies

A. Within its own organization

What rough guideline does the EEOC suggest to use to check for disparate impact? a. four-fifths rule b. 75% rule c. 60% rule d. two-thirds rule

A. four-fifths rule

What five sources can be used to build a comprehensive HRIS system?

Application Forms Performance evaluation Personnel change notices Disciplinary actions reports Payroll

If 7 grievances were filed at company X last year, and those grievances were "open" for a total of 50 days what is the average close time? a. 7.3 days b. 7.14 days c. 17.14 days d.17.14 days

B. 7.14 days

Which of the following new-hire networks is the most effective? a. A network of employees working in different departments b. A network of employees who vary in rank c. A network of managers and highly-ranking employees d. A network of employees on the same level as the new employee

B. A network of employees who vary in rank

What is an adverse impact analysis? a. A type of evaluation that measures whether the organization is hiring high-performing employees b. A type of evaluation that measures discrimination c. A way to evaluate the cost effectiveness of the recruitment system d. A way to evaluate who is the best interviewer

B. A type of evaluation that measures discrimination

What is a best practice for developing employees in the organization? a. Assign employees to areas where they are already highly skilled so they feel better about themselves b. Assign employees to areas where they need experience c. Send the employees to formal trainings d. Leave the employees where they are at

B. Assign employees to areas where they need experience

All of the following are ways other than the application and interview that you can find out more about an applicant, EXCEPT... a. Checking references without the applicant's written permission b. Checking credit reports without the applicant's written permission c. Checking social media without the applicant's written consent d. Verifying academic credentials

B. Checking credit reports without the applicant's written permission

What is interpersonal conflict? a. conflict between two different groups b. conflict between two or more persons required to interact c. conflict within a group d. conflict with one person

B. Conflict between two or more persons required to interact

What does short-range business planning involve? a. Formulating the specific organizational goals to be achieved within two to five years b. Developing performance goals and annual operating plans c. An environmental scanning d. Identifying what the organization is about and what it expects to do

B. Developing performance goals and annual operation plans

Which of the following is NOT a key roadblock to developing and achieving an effective workforce plan? a. Lack of support from line managers b. Difficulty finding external supply to fit the demand c. Difficulty integrating HR activities that are needed d. Lack of support from top-management

B. Difficulty finding external supply to fit demand

Used to know how many employees of each gender and ethnic group are employed in each job category. a. training-needs assessment b. EEO reports c. compensation reports d. personnel research e. human resource planning

B. EEO reports

What federal law dictates how electronic communication in the workplace must be monitored and restricts the interception of oral, wire, and electronic communication. a. Title VII b. Electronic Communication Privacy Act of 1986 (ECPA) c. Corporate Communications Privacy Act of 1968 (CCPA) d. Title XII

B. Electronic Communications Privacy Act of 1986

According to the EEOC, what is a reason employment testing has increased? a. The decrease in on-line applications b. Employee safety concerns c. The cutoff scores for previous tests were scored depending on race d. Minorities were given preferential treatment

B. Employee safety concerns

Which of the following is NOT something HR should do to help facilitate promotions within the organization? a. Establish policies for posting open positions b. Establish loose selection criteria c. Craft promotion announcements d. Provide career coaching

B. Establish loose selection criteria

Which of the following applicants would be least likely to have strong position insight? a. Former employees b. External recruits c. Employee referrals d. Previous interns

B. External recruits

All of the following are ways HR can help internal candidates who are not selected for a promotion EXCEPT... a. HR can meet with such individuals soon after the promotion is announced b. HR can make sure NOT to tell employees what they must do in the future to get a promotion c. HR can remain positive in interactions with internal candidates who aren't promoted d. HR can stay focused on how important these employees are to the organization

B. HR can make sure NOT to tell employees what they must do in the future to get a promotion

All of the following are ways that an organization can make the site visit a better experience for the applicant EXCEPT... a. Arrange hotel and travel for out-of-town applicants b. Have the applicant call on their way to the site visit to get driving/parking directions c. Answer questions about the community as well as about the company d. Be flexible to the applicant's schedule

B. Have the applicant call on their way to the site visit to get driving / parking directions

What is a way to portray a recruitment message that may lead some people to not submit an application, but that can help make sure that those who do apply are more qualified for the job? a. Have the message be general b. Have the message be realistic c. Have the message be negative d. Have the message be positive

B. Have the message be realistic

Which of the following is a way to help a high-potential employee who doesn't have a clear career path? a. Help her find a job with another company b. Help her transfer her skills and abilities to other areas of the organization c. Help her be comfortable in the position she's in d. HR is not required to do anything, as high-potential employees usually figure things out on their own

B. Help her transfer her skills and abilities to other areas of the organization.

What makes Social Media an important type of background check? a. Helps the employer increase the potential for discrimination b. Helps the employer see whether the person would fit the job c. Gives the employer a good laugh d. Helps the employer see what kind of email address the applicant uses

B. Helps the employer see whether the person would fit the job

How do economic conditions affect an organization's ability to attract and retain top-level employees? a. In a weak economy, you must compete with other employers for a limited number of skilled employees. b. In a strong economy, competition for similar employees increases. c. In a weak economy, you may have to increase salaries or incentives to make a job more attractive. d. In a strong economy, there will probably be a larger pool of applicants than in a weak economy.

B. In a strong economy, competition for similar employees increases.

What is a "community of interest" in regards to performance management? a. Groups from an organization performing community service projects b. Individuals exchanging experiences and advice with each other c. Individuals at an organization working in the community d. Groups that share common hobbies

B. Individuals exchanging experiences and advice with each other

Conflict within a group over goals and processes necessary to achieve those goals. a. interpersonal conflict b. intragroup conflict c. intergroup conflict d. goal conflict

B. Intragroup conflict

All the following are advantages to making the external and internal recruitment processes the same EXCEPT... a. It makes the recruitment process fairer b. It allows internal applicants to receive special treatment c. It simplifies the recruitment process d. It maintains focus on finding the right applicant

B. It allows internal applicants to receive special treatment

Which of the following is an advantage of external recruiting? a. Applicants are already familiar with the culture of the organization b. It brings in new ideas and perspectives c. Applicants often require less training d. It increases morale and helps employees feel valued

B. It brings in new ideas and perspectives

What is one problem for a company relying only on referrals for recruiting? a. It may generate applicant pools filled with top performers b. It may generate applicant pools that are not very diverse c. It may generate applicant pools with too much diversity d. It may generate applicant pools filled with low performers

B. It may generate applicant pools that are not very diverse

Which of the following is NOT a step in the four step process for developing a high-performance culture? a. Motivate change b. Let the high-performance behavior maintain on its own c. Lay a high-performance foundation d. Monitor

B. Let the high-performance behavior maintain on its own

What is a common way to measure quality hire? a. Measure the cost of hiring a new employee b. Measure new hire turnover rates c. Measure how long it takes to fill a position d. Measure the benefits cost

B. Measure new hire turnover rates

This type of planning consists of formulating the specific organizational goals and objectives that an organization expects to achieve within the next 2-5 years. May be stated in terms of sales, units produced, or other indices of business activity. Involves forecasting how many employees will be needed to achieve the organizations goals. a. long-range planning b. middle-range planning c. short-term planning d. immediate-response planning

B. Middle-range planning

Which of the following is NOT a characteristic of a positive conflict work climate? a. Preventive Training for Managers b. Moderate Management c. Performance Management and Feedback d. Careful Hiring

B. Moderate management

When an applicant submits more than one application for an open position, how many times should they be counted when completing an adverse impact analysis? a. As many times as they applied b. One time c. They should not be counted since they did not follow the appropriate channels d. Their applications should be discarded

B. One time

All of the following are ways smaller organizations go about becoming more visible to desired applicants EXCEPT... a. Target individuals with fewer job opportunities b. Operate in a more bureaucratic manner during the recruitment process c. Highlight the benefits of working for a smaller company d. Attend more frequently local career fairs

B. Operate in a more bureaucratic manner during the recruitment process.

Which of the following methods of job analysis is quantitative? a. Observations b. Questionnaires c. Employee recordings d. Interviews

B. Questionnaires

This type of forecasting is typically done by the immediate supervisors and unit managers and typically looks at demand for a one year period. a. budgeting b. short-term forecasting c. long-term forecasting d. medium-term forecasting

B. Short-term forecasting

This type of interview uses hypothetical situations to ask what candidates would do or how they would act in certain circumstances. May also ask a candidate to describe actions they have made in the past as a method of determining future behavior. a. structured or patterned interview b. situational interview c. non-directive interview d. team interview e. individual interview

B. Situational interview

All of the following are advantages to the structured interview approach EXCEPT... a. Structured interviews don't require adding or omitting questions in an interview b. Structured interviews allows for follow-up questions c. Structured interviews help guarantee that all applicants are evaluated on the same criteria d. Structured interviews are more standardized

B. Structured interviews allows for follow-up questions

Which of the following is NOT an attribute of a good selection test? a. Reliability b. Subjectivity c. Standardized d. Validity

B. Subjectivity

This is a structured questionnaire developed by the Office of Personnel Management used for analyzing government occupations a. The Occupational Analysis Inventory. (OAI) b. The Multipurpose Occupational Systems Analysis Inventory - Closed-Ended. (MOSAIC) c. The Fleishman Job Analysis Survey (FJAS) d. The Common Metric Questionnaire (CMQ).

B. The Multipurpose Occupational Systems Analysis Inventory-Closed-Ended. (MOSAIC)

What are workforce characteristics? a. The number of individuals distributed across the organization b. The necessary abilities that employees must have for their specific job c. The total number of top level managers within the organization d. The number of positions distributed at each level of the firm

B. The necessary abilities that employees must have for their specific job.

What does the implementation schedule determine? a. When the organization will announce who got the job b. The order in which selection methods are administered c. When the company will post the application d. What training will be provided after the applicant is hired

B. The order in which selection methods are administered

All of the following are cases where posting an open position on a job board is not necessary EXCEPT... a. An employee has expanded her job's impact within the company b. There is only one person who has the particular skills needed for the job c. An employee has been working toward the promotion d. An employee in a temporary position has proven successful enough to merit a promotion

B. There is only one person who has the particular skills needed for the job

What can HR and supervisors or managers do to help those who apply for but don't receive an internal promotion? a. They can wait a long time to talk to them, allowing them to process their failure b. They can offer additional training or development c. They can (and should) ignore the employees who weren't promoted d. They can provide negative feedback

B. They can offer additional training or development

Which of the following correctly states a unique obstacle that smaller organizations face? a. They are widely known b. They have a difficult time becoming visible c. They have many resources that larger organizations don't have d. They are very visible and so often receive too many applications to handle

B. They have a difficult time becoming visible

What is a reason that automated systems are not systems that help keep performance management at the forefront of employees' minds? a. They are easily accessible b. They require a separate log in and are often used only at peak times c. They are always available d. They are integrated into the day-to-day

B. They require a separate log in and are often used only at peak times

Which of the following is NOT a reason to use staffing metrics and yield ratios? a. To uncover an organization's strengths and weaknesses b. To analyze the cost of production c. To show the organization the value of HR d. To highlight where an organization needs to change staffing levels

B. To analyze the cost of production

What is the feedback survey used for as described in this section? a. See who in the organization has a fast pulse b. To gauge the extent to which managers provide feedback c. Surveys the managers on how the employees are achieving their goals d. A survey the CEO of the organization does about the managers

B. To gauge the extent to which managers provide feedback

What is the purpose of workforce planning? a. To identify current policies of the organization b. To identify future needs of the organization c. To identify past policies of the organization d. To identify past needs of the organization

B. To identify future needs of the organization

Why does HR use the recruitment yield ratio? a. To measure the quality of the applicants being hired b. To see if its recruitment strategy is reaching the right applicants c. To measure the financial effectiveness of recruitment efforts d. To find new hire turnover rates

B. To see if its recruitment strategy is reaching the right applicants

This method of long-term forecasting requires managers to know what business activity will be performed by their units in future years and how many employees will be needed year by year to achieve the business objectives? a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

B. Unit demand

What is interactive communication? a. When the employees believe the organization's policies and practices are fair b. When a manager sends a message and pays close attention to the response c. When the employees perceive that their managers have good ethics d. When employees know what to expect from their manager

B. When a manager sends a message and pays close attention to the response

What is an example of Negligent Hiring? a. When former employers give good references about a bad employee b. When employers hire applicants who are prone to abusive behaviors c. When employers hire applicants who end up being lazy and irresponsible d. When former employers give bad references about good employees

B. When employers hire applicants who are prone to abusive behaviors

What year was the Uniform Guidelines on Employee Selection Procedures adopted? a. 1956. b. 1980 c. 1978 d. 1964

C. 1978

How long must an employer keep the I-9 form of an employee? a. 7 years b. 5years c. 3 years d. 1 year

C. 3 years

Which of the following is NOT a necessary skill to be a successful manager? a. Ability to lead b. Ability to guide others c. A significant amount of tenure spent with the company d. Ability to motivate others

C. A significant amount of tenure spent with the company

When asked what purpose performance management SHOULD serve, managers cite important outcomes such as improving performance effectiveness and results. However, when asked "What DOES performance management serve, what did most people say? a. Developing employees b. Facilitating communication between employees and managers c. Administrative Purposes d. All of the above

C. Administrative purposes

If an organization has an affirmative action plan, how can it gather demographic information about job applicants? a. Ask for demographic information on the application, noting that it is voluntary b. Ask for the information separate from the application, but make clear that providing it is mandatory c. Ask for demographic information separate from the application, making clear that providing it is voluntary d. Ask for demographic information on the application, noting that it is mandatory

C. Ask for demographic information separate from the application, making clear that providing it is voluntary

Why is it a good idea to avoid quoting an annual salary in the job offer? a. Because the potential employee may not understand how to convert an annual figure to an hourly wage b. Because it makes the job look more appealing c. Because annual salary quotes can be interpreted by the courts as a contract of employment for a year d. Because annual salaries can be confusing to the applicant

C. Because annual salary quotes can be interpreted by the courts as a contract of employment for a year

Which of the following is an advantage to workplace conflict? a. creates stress to motivate employees b. creates higher turnover rates to get rid of those that don't fit c. brings in an exchange of ideas and creativity d. creates an unfriendly environment to help employees work harder

C. Brings in an exchange of ideas and creativity

Used to obtain information regarding how much each employee is paid, the overall compensation costs, and the financial costs of pay increases and other compensation changes. a. training-needs assessment b. EEO reports c. compensation reports d. personnel research e. human resource planning

C. Compensation reports

What is the difference between a job specification and a competency model? a. Job specifications should include superfluous requirements that are not essential to performing the job b. Job specifications are used industry-wide c. Competency models are used industry-wide d. Competency models are used only for a specific job within an organization

C. Competency models are used industry-wide

What is intragroup conflict? a. conflict between two different groups b. conflict between two or more persons required to interact c. conflict within a group d. conflict with one person

C. Conflict within a group

Which of the following is NOT an attribute of a selection test that increases its effectiveness? a. Reliability b. Validity c. Cost d. Standardization

C. Cost

When does the first stage of talent management begin? a. During training b. During the first performance appraisal c. During recruitment d. The first day on the job

C. During recruitment

What is a key difference between the traditional "old" approach and the "new" approach of performance management as described in this Topic? a. Focusing on goals b. Focusing on meetings c. Encouraging ongoing performance management behavior d. All of the above

C. Encouraging ongoing performance management behavior.

Type of analysis that consists of careful analysis of the composition of the labor force, including demographic changes, social and cultural changes, changes in the labor supply, and changes in laws and regulatory agencies. a. corporate scanning b. unemployment scanning c. environmental scanning d. talent scanning

C. Environmental scanning

What is the first step in an effective recruitment process? a. Evaluate Recruitment Results b. Implement a Recruitment strategy c. Establish Recruitment Objectives d. Develop a Recruitment Strategy

C. Establish recruitment objectives

All of the following are things HR can do to help rejected applicants take the rejection as a chance for professional development EXCEPT... a. Meeting personally with every internal applicant b. Showing where the candidate has room for improvement c. Giving only positive feedback to an internal applicant d. Highlighting the rejected candidate's strengths

C. Giving only positive feedback to an internal applicant

A method of long-term forecasting involves bringing the experts together to hold a discussion and achieve consensus. a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

C. Group consensus

Who is responsible for helping employees improve performance when it starts to decline? a. Supervisors b. Front line employees c. HR d. CEO

C. HR

This type of conflict is a disagreement between two different groups. a. interpersonal conflict b. intragroup conflict c. intergroup conflict d. divisional conflict

C. Intergroup conflict

Which of the following is NOT an advantage to internal recruiting? a. Management is already familiar with the performance of internal candidates b. Employee morale can improve c. It allows for greater diversity and innovation d. Positions are usually filled more quickly

C. It allows for greater diversity and innovation

In the employee selection process, the job specification section contains KSAs. What does KSA stand for? a. Knowledge, Statistics, and Attitudes b. Key Statistics c. Knowledge, Skills, and Abilities d. Key Super Abilities

C. Knowledge, Skills and Abilities

What does KSA mean when referring to the employment selection process? a. Key Sales And Objectives b. Knowledge, Statistics, Attitudes, and Objectives c. Knowledge, Skills, and Abilities d. Knowledge, Statistics, Activities, and Opportunities

C. Knowledge, skills and abilities

Which of the following is NOT a form of ADR? a. Negotiation b. Arbitration c. Litigation d. Mediation

C. Litigation

When the unemployment rate in your location is low and you are having a hard time filling positions, what is one way you could recruit? a. Look to other cities that have a low unemployment rate b. Look to other cities that have a strong labor market c. Look to other cities that have a soft labor market d. Look to other cities that have high competition for workers

C. Look to other cities that have a soft labor market

All of the following are negative consequences to employee misconduct EXCEPT a. Lower motivation b. Lower productivity c. Lower turnover d. Increased on-the-job accidents

C. Lower turnover

Which of the following is NOT an advantage to having employees resolve their own conflicts? a. Employees with good conflict resolution skills may get promoted b. Employees develop good conflict resolution skills c. Managers are seen as taking sides d. Company resources are saved

C. Managers are seen as taking sides

This interview approach begins with a small number of pre-determined questions and then allows the interview to develop naturally. This approach gives interviews many options questions including follow-ups, hypothetical situations, etc. This technique can yield new information unnoticed in other parts of the hiring process. a. structured or patterned interview b. situational interview c. non-directive interview d. team interview e. individual interview

C. Non-directive interview

All of the following can help a high-performance culture EXCEPT a. Ongoing evaluation b. Making the performance system integral to a company's culture c. Occasional feedback d. Ongoing evaluation

C. Occasional feedback

If the company has an affirmative action plan, where should the demographic questions be asked? a. The location doesn't matter as long as the applicant knows it is mandatory b. At the beginning of the application c. On a form separate from the application d. At the end of the application

C. On a form separate from the application

When notifying internal applicants that they did not get the job, which of the following is NOT something that HR should do? a. Highlight where the candidate has room for improvement b. Give feedback on how they can earn a promotion in the future c. Only speak to the employee about the positive skills they possess d. Talk about their professional development

C. Only speak to the employee about the positive skills they possess

What does OES mean in the recruitment process? a. Organization's Executive System b. Occupational Employment Statistics c. Organizational Entry and Socialization d. Office of Employment Services

C. Organizational Entry and Socialization

Which of the following is least likely to be a component of environmental scanning? a. Labor supply b. Social and cultural changes c. Patents d. Legal changes

C. Patents

Which of the following is least likely to be a component of environmental scanning? a. Legal changes b. Social and cultural changes c. Patents d. Labor supply

C. Patents

Who is NOT protected under the Fourth Amendment? a. Government Officials b. Government Workers c. Private Sector Employees d. Public Sector Employees

C. Private Sector Employees

Which of the following statements is true? a. Public employers have more freedom to conduct random drug tests than private employers b. Public and private employers are bound by the same rules in regards to conducting random drug tests c. Private employers have more freedom to conduct random drug tests than public employers d. Random drug tests are now no longer legal as they violate an employee's right to privacy

C. Private employers have more freedom to conduct random drug tests than public employers

This typically involves developing performance goals or annual operating plans. Have great influence on the day-to-day activities. a. long-range planning b. middle-range planning c. short-term planning d. immediate-response planning

C. Short-range planning

All of the following are characteristics an investigator should have when investigating complaints EXCEPT a. Have excellent personal skills b. Someone who will investigate the complaint carefully c. Someone with stake in the outcome of the decision d. Someone who is objective

C. Someone with stake in the outcome of the decision

Which of the following is NOT something a recruiter should do when working with applicants? a. Be aware that they (the recruiters) have a big impact on whether an applicant completes the recruiting process b. Be receptive c. Take a while to respond to applicant inquiries until only those who truly persevere are left d. Respond quickly to applicants so they do not withdraw from the application process

C. Take a while to respond to applicant inquiries until only those who truly persevere are left.

This is a taxonomy of abilities derived from extensive research. It uses scales to rate the level of ability required to perform 52 cognitive, physical, psychomotor, and sensory tasks. a. The Occupational Analysis Inventory. (OAI) b. The Multipurpose Occupational Systems Analysis Inventory - Closed-Ended. (MOSAIC) c. The Fleishman Job Analysis Survey (FJAS) d. The Common Metric Questionnaire (CMQ)

C. The Fleishman Job Analysis Survey (FJAS)

Two of the exceptions to the ECPA (Electronic Communications Privacy Act) that have particular use to employers are the "business purpose exception" and the "consent exception". What is a main but often overlooked distinction between the two? a. The business purpose exception allows for monitoring personal electronic communication b. The consent exception only allows for business monitoring of electronic communication c. The consent exception allows for monitoring personal and business electronic communication d. The business purpose exception allows for monitoring personal and business monitoring of electronic communication

C. The consent exception allows for monitoring personal and business electronic communication

For recruitment and selection tests, what is validity? a. The extent to which a selection test provides consistent results b. Any instrument used to make a decision about a potential employee c. The extent to which a test measures what it claims to measure d. The uniformity of procedures and conditions related to administering tests

C. The extent to which a test measures what it claims to measure

Who should be told first when someone is selected for a new position? a. Those who were not selected b. The public c. The individual selected for the job d. The whole organization

C. The individual selected for the job

What are workforce characteristics? a. The occurrence of an employee ability within the organization b. The number of individuals distributed across the organization c. The necessary abilities that employees must have for their specific job d. The number of positions distributed at each level of the firm

C. The necessary abilities that employees must have for their specific job

Before an employer can seek background information using a consumer credit report, what must they obtain from the job applicant or employee? a. Verbal consent b. They need written consent on the application c. They need written consent on a separate notice d. They need no consent, they just need to provide the employee with the details of what they will be verifying

C. They need written consent on a separate notice

All of the following are reasons that HR professionals use recruitment metrics EXCEPT... a. To know gender and diversity rates b. To better track where candidates come from c. To know benefit rates d. To know retention rates

C. To know benefit rates

What are automated tracking systems used for? a. To scan applications for typing errors b. To scan applications for demographic information in order to produce a more diverse workforce c. To manage the entire hiring process d. None of the above

C. To manage the entire hiring process

What do recruitment metrics help HR do? a. Understand the annual gross of the company b. Understand the salary of each new recruit c. Track where candidates come from d. Understand the total cost of employees in a given year

C. Track where candidates come from

When using education institutions as a source for applicants, which type of educational institution is usually best for skilled trades and technical positions? a. Colleges b. High Schools c. Vocational Schools d. Universities

C. Vocational schools

Which of the following is NOT something that HR should do when it comes to adverse impact? a. Work with management b. Help managers and the organization anticipate such problems c. Wait for managers to bring the unintended discrimination to the attention of the organization d. Check to make sure commonly used job requirements are not unintentionally discriminating

C. Wait for managers to bring the unintended discrimination to the attention of the organization

What is inclusion? a. When all employees are paid a fair wage b. When the employer strives to recruit a diverse workforce c. When employees feel valued and part of the organization d. When the employer works with a multi-generational workforce

C. When employees feel valued and part of the organization

Which of the following statements accurately portrays the affect that the economy has on recruiting? a. When the economy is soft competition for employees increases b. When the economy is strong unemployment is usually very high c. When the economy is strong there is usually a smaller applicant pool d. When the economy is soft there is usually a small applicant pool

C. When the economy is strong there is usually a smaller applicant pool

When are salary, benefits, and background checks usually arranged? a. At the initial interview b. As soon as the application is submitted c. When the job is offered to the chosen applicant d. After the new employee starts working

C. When the job is offered to the chosen applicant

Which employee or group usually extends the job offer? a. The immediate supervisor b. The manager c. The HR personnel d. The CEO or owner

C. the HR personnel

The three criterial listed below describes what? -specific skill preparation and educational requirements needed to perform the job - the degree of responsibility and location of the job in the organizational hierarchy - the nature of activities performed

Categorizing jobs

No test or selection procedure should be implemented without what? a. An understanding of its appropriateness for a specific job b. An understanding of whether it can be appropriately administered and scored c. An understanding of its effectiveness and limitations for the organization d. All of the above

D. All of the above

There are guidelines that have been formed to help organizations know how to implement performance management and stay within the bounds of case law. What is a guideline shown in this topic for performance management? a. Inform employees of expectations in advance b. Evaluate employees on job-relevant factors c. Allow employees to formally comment on and appeal evaluations d. All of the above

D. All of the above

What is a difference between the "Old" way and the "New" way of thinking about Performance Management? a. The "Old" way set SMART goals at the beginning of the cycle whereas the "New" way uses ongoing expectations as the work evolves b. The "Old" way has formal training for managers on the system requirements whereas the "New" way trains managers and employees on day-to-day behaviors c. The "Old" way of evaluation and monitoring was to see whether the steps were completed or not, whereas the "New" way is to conduct pulse surveys to gauge behavior, satisfaction, results and perceived value. d. All of the above

D. All of the above

What is an assumption often made about the outcomes of Performance Management that was challenged in this Topic? a. Performance management documentations help an organization defend itself b. Performance management helps make pay decisions c. Performance Management helps deal with unsatisfactory performers d. All of the above

D. All of the above

What is considered part of the "New Thinking" on Performance Management? a. Regular discussions embedded into work to help with feedback b. Ongoing expectations as work evolves to help employees with their goals c. Streamlined policies and procedures d. All of the above

D. All of the above

What is the Committee that set the Uniform Guidelines on Employee Selection Procedures? a. Civil Service Commission b. US Department of Labor and US Department of Justice c. Equal employment Opportunity Commission (EEOC) d. All of the above

D. All of the above

When an organization is serious about building high-performance cultures, what can they do to help the managers to perform at the high-performance level? a. Provide coaches for those that need help b. Evaluate managers c. Have the managers check with employees to evaluate their performance d. All of the above

D. All of the above

When done right, what type of benefits can performance management help the organization achieve? a. Better organizational performance b. Higher levels of retention c. Higher levels of engagement d. All of the above

D. All of the above

What is the first step to take in building a high-performance culture and helping to Motivate Change? a. Set clear expectations b. Shift the performance management mindset c. Develop individual employees d. Assess the current culture

D. Assess the current culture

What is the first step in creating a high-performance culture? a. Place the right people in the right jobs b. Evaluate current routines c. Monitor the behavior of employees d. Assess the current state of the organization

D. Assess the current state of the organization

To attract the attention of targeted individuals, organizations should... A. Reach out to a competitor's employees in secret B. Look at what they have done well in the past C. Look at what competitors have done successfully in the recruitment process D. B and C

D. Both B and C

All of the following are things that an employer or manager can do to help make the Performance Management System an ongoing and regular part of everyday EXCEPT a. Communicate expectations on a regular basis b. Provide feedback in real time c. Help employees develop expertise d. Communicate little between the reviews

D. Communicate little between the reviews

What is the difference between job analysis and a competency model? a. Competency models work only with a specific job in a specific company or organization. b. Job analysis helps businesses compare themselves to the external workforce and other organizations. c. Job analysis works on a broad scale, looking at whole industries and not single organizations. d. Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career.

D. Competency models work across particular industries to help the external work force know the general competencies needed for a specific type of career.

Which item below is common on job applications but may actually be illegal? a. Work experience, including military service b. Applicant's name and contact information c. References d. Degrees earned and dates they were received

D. Degrees earned and dates they were received

Which is an oft-overlooked source of new employees? a. Employee referrals b. Employees of competing organizations c. Current employees d. Former employees

D. Former employees

Who should be involved in establishing recruitment objectives for an organization? a. HR personnel b, Managers c. Job incumbents d. HR, managers, and job incumbents should all give input

D. HR, managers, and job incumbents should all give input.

Choose the answer that correctly completes the following statement: best practices recommend posting an open position for... a. external applicants first b. internal applicants first c. external applicants last d. internal and external applicants at the same time

D. Internal and external applicants at the same time

Why is it important to know the recruitment yield ratio? a. It helps HR understand the satisfaction rates of the managers b. It helps HR measure the financial effectiveness of recruitment efforts c. It helps HR track new hire turnover rates d. It helps HR understand if their recruitment strategy is reaching the right applicants

D. It helps HR understand if their recruitment strategy is reaching the right applicants

When is it most necessary to encrypt data on company devices? a. It is always necessary to encrypt data b. It is never necessary to encrypt data c. It is necessary if the equipment stays on the company premises d. It is necessary if the equipment leaves the company premises

D. It is necessary if the equipment leaves the company premises

Which of the following is NOT an advantage to making the internal and external recruitment processes the same? a. It instills a sense of fairness b. It keeps the focus on finding the right person for the position c. It simplifies the process d. It makes it so that an organization doesn't have to notify all the rejected applicants

D. It makes it so that an organization doesn't have to notify all the rejected applicants

Which of the following is NOT a reason to use metrics in internal recruiting? a. Metrics help identify the highest-quality candidates b. Metrics help an organization know which recruitment model is best for them c. Metrics help evaluate the effectiveness of internal recruiting efforts d. Metrics encourage backward thinking within an organization

D. Metrics encourage backward thinking within an organization

Which of the following ways of resolving disputes does not bring in a third party to assist the two parties to come up with common ground? a. Litigation b. Arbitration c. Mediation d. Negotiation

D. Negotiation

Title VII imposes what restrictions on how to score tests? a. You cannot do lifting tests b. You can use different questions c. You cannot use multiple choice tests d. None of the above

D. None of the above

Used to conduct research into such problems as turnover and absenteeism, or to discover the most productive places to look for new recruits. a. training-needs assessment b. EEO reports c. compensation reports d. personnel research e. human resource planning

D. Personnel research

What type of approach should HR professionals take in dealing with their jobs? a. Apathetic b. Reactive c. Passive d. Proactive

D. Proactive

What can an organization do to help supervisors be positive when one of their subordinates gets a promotion? a. Promote a culture that values supervisors who compete for and hoard talented employees b. Make sure the supervisor doesn't find out about the promotion until after the deal is done c. Institute policies stating that supervisors should approve their subordinate's promotion d. Promote a culture that values the careers of its employees

D. Promote a culture that values the careers of its employees

In selection and hiring, what does the acronym TDR stand for? a. Training, Decision Making, and Rewards b. Transfers, Development, and Retaining c. Timing, Drive, and Readiness d. Tasks, Duties, and Responsibilities

D. Tasks, Duties, and Responsibilities

Which groups should influence the hiring process? a. The mailroom employees b. The company softball team c. The HR department d. The HR department and management

D. The HR department and management

This is a 283 item questionnaire designed to analyze both exempt and nonexempt jobs. It contains five sections: background, contacts with people, decision making, physical and mechanical activities, and work setting. a. The Occupational Analysis Inventory. (OAI) b. The Multipurpose Occupational Systems Analysis Inventory - Closed-Ended. (MOSAIC) c. The Fleishman Job Analysis Survey (FJAS) d. The Common Metric Questionnaire (CMQ)

D. The common Metric Questionnaire (CMQ)

When looking at workforce planning - the gap analysis is evaluating what? a. The difference between actual profits and projected profits b. The difference between compensation being offered and the compensation desired by employees c. The difference between where the company is at in terms of complying with laws and where it needs to be d. The difference between the current number of employees and the future number of employees desired

D. The difference between the current number of employees and the future number of employees desired.

What do selection tests try to measure in the recruiting process? a. The selection and recruitment process itself b. The easy-to-measure KSAs of the applicants c. The cost-to-hire expense of high quality applicants d. The difficult-to-measure attributes of applicants

D. The difficult-to-measure attributes of applicants

What is a downside to posting open positions to all employees in a company? a. The posting won't be fair to all employees b. There will be too many applications c. It will take a long time to fill the position d. The organization may come off as dishonest or disingenuous

D. The organization may come off as dishonest or disingenuous

Which of the following is NOT a characteristic of an ERG (Employee Resource Group)? a. They help provide networking opportunities b. They help the organization show support to all employees c. They foster a greater sense of inclusion d. They are made up of employees with differing backgrounds

D. They are made up of employees with differing backgrounds

What Title of the Civil Rights Act of 1964 prohibits intentional discrimination, disparate treatment, and disparate impact discrimination? a. Title XV b. Title V c. Title XI d. Title VII

D. Title VII

This part of the Civil Rights Act of 1964 makes it illegal to discriminate based on race, color, sex, religion, or national origin. It protects against disparate treatment and disparate impact. a. Title IX b. Title VI c. Title X d. Title V11

D. Title VII (Title 7)

What is the purpose of workforce planning? a. To identify past policies of the organization b. To identify current policies of the organization c. To identify past needs of the organization d. To identify future needs of the organization

D. To identify future needs of the organization

Why is it important to look at the procedures for collecting and storing applicant information? a. To make sure that all applicants were treated equally b. To help avoid unnecessary inconvenience c. To entice people to accept employment d. To make sure the organization is keeping applicant information confidential

D. To make sure the organization is keeping applicant information confidential

What does self-insight mean? a. Understanding co-workers and how they function b. Understanding what an organization is like c. Understanding where one's job fits within a company d. Understanding one's own talents

D. Understanding one's own talents

What is cultural competence? a. When employees think they know everything about a culture b. When employers make sure that there is a diverse workforce c. When employees are unable to understand others who are different d. When employees can work effectively with those who are different

D. When employees can work effectively with those who are different

Which of the following is the number of applicants that make it from one stage of the selection process to the next? a. External hire ratio b. Diversity hire ratio c. Average hire to turnover rate d. Yield ratio

D. Yield ratio

What is HRs role in managing diversity?

Define diversity Establish accountability Develop a diversity scorecard

This long-term forecasting method simply asks the experts to submit their individual opinions and then average all of the estimates. a. expert opinion b. unit demand c. group consensus d. Delphi technique e. trend analysis f. pooling

F. Pooling

True or False: Acting according to the law means that one is acting ethically.

False

True or False: Adverse impact discrimination is always done intentionally by the company or organization.

False

True or False: Because an organization knows the internal applicants, the standards for the initial screening can be more lenient.

False

True or False: Because diversity is so broad, its impact to the company cannot be calculated empirically.

False

True or False: Because performance management has such a bad reputation and so no longer works in organizations, it is a wise practice to eliminate entirely the formal processes that seem to define performance management.

False

True or False: Conflict only arises when individuals intentionally create conflict.

False

True or False: Creating a high-performance culture can happen overnight if you have the right HR and management personnel.

False

True or False: Diversity by itself will cause the organization to have a richer set of ideas and approaches.

False

True or False: Employers have a responsibility and a duty to protect the company not its employees.

False

True or False: Following legal standards means that you will always be working in an ethical manner.

False

True or False: Generally employers have the right to monitor all calls on their business phones even if it is an employee making a personal phone call.

False

True or False: Going through the formal training process is enough to motivate employees to perform at high levels.

False

True or False: Group sessions are the best way to implement anger management training.

False

True or False: HR does not need to work with managers when selecting the right applicant for an open position.

False

True or False: If a test does not pass the 4/5ths or 80% rule, then it is absolutely because of adverse impact.

False

True or False: Inclusion is what provides the potential for greater innovation and creativity while Diversity is what enables organizations to realize the business benefits of this potential.

False

True or False: It is important to have the current manager approve all applications for internal postings.

False

True or False: It is important to interview all internal candidates applying for a job.

False

True or False: Organizations do not need to worry about the ethical aspect, but only the legal aspect of performance management systems.

False

True or False: People that are very different tend to more easily communicate and understand one another than people who are very similar.

False

True or False: Resolving workplace conflicts always require top-down interventions.

False

True or False: Since it is unlikely that an application will remain confidential if the internal applicant moves far enough in the recruitment process, it is okay for managers and HR to discuss the application with other employees.

False

True or False: The 80% rule only works for recruitment and selection.

False

True or False: The ECPA is part of the Federal Government, so states do not have any say in how to implement privacy and employee monitoring.

False

True or False: The Uniform Guidelines are laws passed in 1978.

False

True or False: The average cost-per-hire should be calculated together for all job groups as to maintain fairness and equality.

False

True or False: The disclosure notice that applicants must sign to give employers permission to request their consumer report can be included in the application with the signature of the application also counting as the signature for the disclosure.

False

True or False: This adverse impact analysis of the 4/5ths or 80% rule is only applied to the overall selection process and does not work for the individual steps in the process.

False

True or false: because current employees are already known to their organization, there is no need for a systematic or deliberate approach to internal promotions or transfers.

False

True or false: being objective only helps a company if an applicant tries to prove a claim of unfair treatment.

False

True or false: internal recruiting usually works very well for organizations that are growing rapidly and have a large demand for high-talent professionals.

False

True or false: the two commonly raised concerns about hiring seniors, absenteeism and higher medical costs, have been found to be accurate.

False

True or false: there is nothing that HR can do to help high-potential employees who don't have a clear career path.

False

True or false: when applicants are looking at an open position, only the position for which they are applying influences their desire for the job.

False

True or false: when assessing an employee's interest in promotions, HR should discuss that employee's specific role in the organization.

False

True or false: developing a recruitment strategy means creating a general plan for the recruitment objectives.

False (not a general plan, a SPECIFIC plan)

How do managers deal with problems that arise in a timely way?

Following written policies Try to understand employees' emotions Evaluating all circumstances Holding employees accountable

This employee combines work and family. Their families visit the office, they may take work home, co-workers typically know the family well is what type of work/life relationship?

Integrators

What are the three common types of workplace conflict?

Interpersonal conflict Intragroup conflict Intergroup conflict

What is a characteristic of an "intensely angry" employee? Has periodic conflict Is in constant conflict and makes others uncomfortable Likes to stay away from others Has identity issues

Is in constant conflict and makes others uncomfortable

An employee that makes a conscious effort to keep work and home life separate, does not take work home and creates clear boundaries between work and life is what type of work/life relationship?

Separator

That are the three types of work/life relationships?

Separators Integrators Volleyers

What is the formula for average close time?

Total days open / number of grievances Ex. Let's suppose that 7 grievances were field at a particular company last year. If those grievances were open for a total of 50 days, then the average close time for those 7 grievances would be 7.14 days.

What is the formula for number of grievances filed in a period of time?

Total number of grievances / time period Example: If there were three grievances filed in one month's period, or 30 days, then this organization would have a 10% grievance-filing rate for that month (3/30 = 1/10, or 10%).

What is the formula for cost per grievances filed?

Total spent for period / total grievances filed Ex. if five grievances were filed in a year, and the company spent $4,000 on resolving them, then the cost per grievance filed would be $800 (4,000/5 = 800).

True or False: A company can still have claims brought against them regarding disparate impact even if the test is a business necessity if the claim can show that a less discriminatory selection test could be administered.

True

True or False: A job analysis first shows what employees should do and helps organizations systematically select the right individuals for the job.

True

True or False: A way that employers can verify that the selection tests actually predict job performance is to check the test scores against job performance ratings.

True

True or False: Administrative purposes can actually undermine good performance management.

True

True or False: An interviewer must be familiar with the job description in order to conduct a successful interview.

True

True or False: Because private employee information is usually held by HR, HR personnel should create a culture that promotes the importance of protecting such data.

True

True or False: Businesses can get into legal trouble through adverse impact discrimination unintentionally.

True

True or False: Despite an organization's best effort, there will always be a need for investigations.

True

True or False: Disparate impact or adverse impact discrimination happens when the tests or procedures are not necessary for the job in question and they unintentionally and disproportionately affect persons in a protected class.

True

True or False: Disparate treatment discrimination can happen when an employer gives one test to one group of applicants, but does not perform the test to another group of applicants because of their race, color, religion, sex or national origin.

True

True or False: Evaluating bottom-line business results can help an organization see if they have a high-performance culture.

True

True or False: Even though most other countries do not have laws against adverse impact discrimination, HR professionals should learn the customs of the culture as adverse impact discrimination can have detrimental effects on an organization's success.

True

True or False: Focusing on specific tools and carefully prescribed steps in a formal system may perpetuate the stigma of performance management as an administrative tool.

True

True or False: HR plays many roles in the recruitment and selection process including posting jobs, announcing promotions, working with managers and working with those not selected for the job.

True

True or False: Helping employees to know clearly what is expected of them can help them focus more on their job.

True

True or False: Hiring only in accordance with the job credentials and description given in the job posting may help a company justify denying a job to an applicant.

True

True or False: In the past, certain members of classes were being given different cut-off scores.

True

True or False: It is a good idea to discuss what an organization is like in addition to the particulars of a position during the recruitment process.

True

True or False: Most countries do not have laws against adverse impact discrimination.

True

True or False: Negative attitudes towards performance management systems have created a cycle of attempts to make improvements, then getting bad results, then trying again to make improvements

True

True or False: One method of laying a High-Performance Foundation is to cut out steps that are tedious and not worth much in the administrative process.

True

True or False: Screening applicants based on criminal background checks may cause disparate impact against some minority groups and men.

True

True or False: The Uniform Guidelines give employers a standard procedure to follow when dealing with adverse impact.

True

True or False: The Uniform Guidelines show the requirements that an employer needs to defend their decisions in their processes and procedures.

True

True or False: The distribution of workforce characteristics refers to the knowledge and skills necessary for a specific position.

True

True or False: The employees should be informed of expectations before the evaluation period begins.

True

True or False: The process of selecting top applicants is what will make the organization successful in the long run.

True

True or False: The value toward work now is that workers want jobs that are challenging.

True

True or False: Title VII imposes restrictions on how to score tests.

True

True or False: When an applicant thinks he has a greater chance of getting the position, he is more likely to apply.

True

True or False: When deciding whether to purchase an HRIS, companies must make sure that the program will be useful even when they expand.

True

True or False: When developing or purchasing a human resource information system, the organization should see if the system can accommodate an organization's future growth or change.

True

True or False: Workforce planning focuses mainly on the internal factors of the organization.

True

True or False: Workforce planning should not work alone, but should be linked to the organization's strategy.

True

True or False: job analysis and competency models are used to discipline employees.

True

True or false: a selection test should evaluate the skills that will actually be used on the job.

True

True or false: even if an organization is targeting recent college graduates, it should probably refrain from stating so in a recruiting advertisement.

True

True or false: having many rules in recruiting policies and procedures can place unneeded burden on the recruitment process.

True

True or false: if managers regularly discuss opportunities to take on new challenges and new roles, employees will be less likely to think they are being offered a promotion during those discussions.

True

True or false: internal promotion or transfers may improve morale within a company.

True

True or false: internal recruiting can help management shape the culture of an organization.

True

True or false: internal recruiting may have the drawback of creating a ripple effect—an internal promotion creates a vacancy in the old position.

True

True or false: it is a good idea to use a job description in deciding who would be the "ideal candidate" for a new position.

True

True or false: one advantage for promoting from within is that the organization knows what it's getting with an applicant.

True

True or false: one of the reasons organizations complete a job analysis is so they can systematically select the right applicants for the right job. TrueFalse

True

True or false: organizations should present the available position as attractive, but should also make sure that the presentation is realistic.

True

True or false: people who perceive a greater likelihood of receiving a job offer have greater interest in a job opening.

True

True or false: the chances of referral applicants being hired has much to do with the perceived competence of the employee who made the referral.

True

True or false: using only web-based hiring methods can have an adverse impact on minority job applicants.

True

True or false: when deciding what information to put into the position description, companies should highlight items that will be meaningful to their targets.

True

True or false: written documentation is important in both the selection process and in what goes into making the hiring decision.

True

True or false: you should pilot-test your website before making it available to the public.

True

The HR function that links workforce strategies with the strategic goals and objectives of the organization is the definition for what term?

Workforce Planning

Is it important to look at a company's turnover rate when evaluating its recruitment process? Yes or No?

Yes

Applicants who did not receive the job should be notified approximately how many days before a public announcement is made? a. 1-3 b. 3-7 c. 30 d. 7

a. 1-3

Managers play a heavy role in which of the following? a. Selecting the right applicant for the job b. Posting open jobs c. Announcing promotions d. Dealing with those not selected for the job

a. Selecting the right applicant for the job